Is Inclusion More Than Just Branding?

Jan de Vries · 2026-05-29

Corporations are quietly stepping back from their Diversity, Equity, and Inclusion (DEI) commitments. It's a trend that's hard to miss if you've been paying attention. And it raises some uncomfortable questions about accountability, trust, and the promises made to women workers. ### The Retreat from DEI We've seen it happen time and again. A company makes a big splash with a new DEI initiative. They hire a chief diversity officer. They roll out training programs. They publish glossy reports. But then, when the economy gets tough or the spotlight fades, those same commitments start to vanish. It's like they were never really there. This isn't just a few bad actors. It's a pattern. And it makes you wonder: was inclusion ever really about changing the system, or was it always just a marketing move? ### What's Really at Stake For women workers, especially women of color, the consequences are real. When DEI programs get cut, it's not just a policy change. It's a signal that their experiences don't matter. It's a broken promise that erodes trust and makes it harder to recruit and retain top talent. Here are a few things that happen when companies abandon DEI: - Trust in leadership takes a hit. Employees feel like they've been used. - Turnover costs rise. Replacing a single employee can cost up to 150% of their annual salary. - Innovation slows down. Diverse teams are proven to be more creative and solve problems faster. - Legal risks increase. Discrimination lawsuits become more likely. The cost of inaction is far higher than the cost of doing the work. ### Accountability Beyond the Press Release So, what does real accountability look like? It's not about a one-time training or a splashy announcement. It's about embedding inclusion into the fabric of how a company operates. That means setting measurable goals, tracking progress publicly, and tying executive compensation to outcomes. It also means listening. Real inclusion isn't something you can just brand your way into. It requires honest conversations, uncomfortable feedback, and a willingness to change course when something isn't working. ### The Bottom Line If inclusion was ever just a branding exercise, then the retreat we're seeing makes perfect sense. But if companies actually care about building a fairer workplace, they need to prove it. That means showing up consistently, even when it's hard. For women workers, the message is clear: don't settle for promises. Look for action. And for companies, the lesson is equally clear: trust is earned in drops and lost in buckets. Don't let your DEI efforts become just another footnote in a press release.